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Evaluating Your Hiring Record Through Data & Polarization with David Patterson of The Kineta Group
Today we are taking an honest look at your hiring record. Data does not lie!
The success or failure of your hiring is a direct result of your interview process. Everything from the messaging, the experience of the first contact through to the way the interview is conducted determines your hiring outcome. It is NOT money!!
A shift in mindset is needed to understand that people have options and your company is not as special as you think. You need to stand out. You can do this by providing growth.
This show is proudly sponsored by Vidoori
Today’s Quote:
"You have to create a track record of breaking your own mold, or at least other people's idea of that mold." - William Hurt
Guest Bio:
David Patterson is the Founder and Managing Director of The Kineta Group and TheSAPRecruiter.com, and also a member of Sanford Rose, a top-10 ranked world-wide retained search firm (Executive Search Review).
He is The SAP Recruiter, and helps CIOs, IT Execs, and Talent Acquisition Pros hire and retain the best SAP talent in the known Universe. In his 15 years as an SAP Recruiter, David estimated that he personally interviewed between 5,000-6,000 candidates for all levels to include Architect up through the C-Suite.
Show Highlights:
- Why it is important to really dissect your hiring record
Why is it important that you take an honest look at your hiring record
Your Hiring record is the result of your interview process.
What data should be measured?
- Number of people interviewed to get to an offer
What a record should look like?
- Where people fell out… timing issues. The truth about taking too long, dropping the ball, the impressions you are leaving
Rick’s Input:
- Retraction: Video interview is all good … one way video interviews- Bad Idea!
- First Interview to Placement ratio
- Accepted / Rejected
How do we fix a broken Hiring record?
Use the strategy to drive the message.
- Be polarizing to attract the people who love you
Create a “Special Sauce” where you attract the people you want.
- Cult-like following. Special tribe
Assessment of why you hire the way you do.
- Not seeing all the right people out there
Rick’s two cents:
- Understand your Candidate
- Accept that you are one of many
Key Takeaways:
If you don’t want to be just another commodity employer, you need to:
- Be willing to take a step back and figure out, fundamentally, the pains, fears, and dreams that drive the people you want to hire (and recognize that you are selling a product that solves a pain)
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By Rick Girard
4.7
3838 ratings
Today we are taking an honest look at your hiring record. Data does not lie!
The success or failure of your hiring is a direct result of your interview process. Everything from the messaging, the experience of the first contact through to the way the interview is conducted determines your hiring outcome. It is NOT money!!
A shift in mindset is needed to understand that people have options and your company is not as special as you think. You need to stand out. You can do this by providing growth.
This show is proudly sponsored by Vidoori
Today’s Quote:
"You have to create a track record of breaking your own mold, or at least other people's idea of that mold." - William Hurt
Guest Bio:
David Patterson is the Founder and Managing Director of The Kineta Group and TheSAPRecruiter.com, and also a member of Sanford Rose, a top-10 ranked world-wide retained search firm (Executive Search Review).
He is The SAP Recruiter, and helps CIOs, IT Execs, and Talent Acquisition Pros hire and retain the best SAP talent in the known Universe. In his 15 years as an SAP Recruiter, David estimated that he personally interviewed between 5,000-6,000 candidates for all levels to include Architect up through the C-Suite.
Show Highlights:
- Why it is important to really dissect your hiring record
Why is it important that you take an honest look at your hiring record
Your Hiring record is the result of your interview process.
What data should be measured?
- Number of people interviewed to get to an offer
What a record should look like?
- Where people fell out… timing issues. The truth about taking too long, dropping the ball, the impressions you are leaving
Rick’s Input:
- Retraction: Video interview is all good … one way video interviews- Bad Idea!
- First Interview to Placement ratio
- Accepted / Rejected
How do we fix a broken Hiring record?
Use the strategy to drive the message.
- Be polarizing to attract the people who love you
Create a “Special Sauce” where you attract the people you want.
- Cult-like following. Special tribe
Assessment of why you hire the way you do.
- Not seeing all the right people out there
Rick’s two cents:
- Understand your Candidate
- Accept that you are one of many
Key Takeaways:
If you don’t want to be just another commodity employer, you need to:
- Be willing to take a step back and figure out, fundamentally, the pains, fears, and dreams that drive the people you want to hire (and recognize that you are selling a product that solves a pain)